About Analyze

Analyze Consulting was founded in 2007 with the purpose to help businesses get to the bottom of and solve business inefficiencies. The cornerstone of this dream is a passion for quality business analysis and project management.

We are motivated and rewarded by helping businesses be more efficient and solve problems.

We believe that the best way for us to do this is to start with a deep and thorough understanding of the problem or opportunity. The discipline and insight that we apply to this enables us to be confident and truly objective about defining the best possible solution.

Our vision is to be the partner of choice in solving business challenges through the appropriate use of technology, process and people.

Get In Touch

Email: info@analyze.co.za

Tel: +27 (0)21 447 5696

Cape Town Office:
The Studios – Unit 314
Old Castle Brewery Building
6 Beach Road
Woodstock
7925

Johannesburg Office:
Block A
Homestead Park
37 Homestead Road
Rivonia
2191

Change Management

/Change Management

Culture clash – how to effectively manage diversity in the workplace

The effects of globalisation aside, the South African workforce has always consisted of a diverse mix of cultures.  Being able to effectively manage diversity within the workplace therefore becomes less of a nice-to-have and more of an absolute necessity if you want to ensure that your business is successful. First, let’s take a look at what exactly culture means: Culture is defined as the traditions, arts, social institutions, values, norms & attitudes of a particular nation, people, or other social group.  It is important to understand that a person’s culture affects the way they think, the way they behave, the way they make judgements, and even the way they tackle problems. Is cultural diversity a bad thing in business? Definitely not.  In fact, it’s an exciting opportunity that you should openly be inviting into your business.  Think about a team of 10 people, all with the same backgrounds, skill sets, and attitudes.  Sure, you’ll likely have a more cohesive team that basically thinks and acts as one, but this also means that when faced with a problem, you’ll likely also get very predictable responses.  With a culturally diverse team, you’ll have a group of people who challenge each other’s ideas, thereby making them better, or bring completely new ideas to the table.  This promotes creativity & innovation and allows you as a business to provide a broader range of solutions to your customer’s needs. So how do you manage diversity? HR policies & procedures Recruitment & recognition policies should be inclusive to everyone and based purely on a person’s expertise, experience and performance in line with the needs of the business.  When drafting new policies, you must consider the varying impact it will have on different cultural groups.  If you’re unsure about how your employees feels about your current policies & procedures, ask them for feedback and be willing to make adjustments where needed. Communication With any group communication it’s important to understand that it’s no longer a matter of one style suits all.  Consider the fact that even though English may be your business language, your employees speak many different languages at home.  Avoid complex memos that may be interpreted incorrectly, and try to reach out to people in a way that they can connect with personally. Team building With diverse teams, team building activities become even more important.  It’s a chance for people to connect on a level that goes beyond day to day work interactions, giving them insight into what really makes each person tick. Creating cultural awareness Cultural awareness focuses on creating an environment where employees understand and respect cultural differences. For this to work, you need to create opportunities where the different cultures within your organisation can be showcased and celebrated.  This can be done as part of a staff onboarding process, regular staff training, or even a quarterly “culture day”. Looking to improve the diversity of your team? Get in touch to discuss consulting options to suit your specific needs. Share this:

Our top 6 tips for effective change management

Change has become a constant in today’s ever-evolving business world.  Due to this, there’s an expectation that we all automatically need to be change experts.  The reality, however, is that many change initiatives fail, and in most of those instances the source of the problem is due to some form of organisational resistance rather than a technical or operational issue that couldn’t be overcome. This highlights the fact that effective change management is highly dependent on your people and how well they engage in the change journey, from beginning to end. To do this, we’ve come up with the following top tips: Tip #1: Start with the 5 Ws – What? Who? Where? When? Why?In order to overcome resistance, it’s important to be clear and fully transparent about the change you’re embarking on. To do this you should explain exactly what is happening, who is going to need to be involved (or who will be impacted), where (or in which areas) the change is happening, when the change happening, and why the change is needed.  When employees have enough information, there’s less risk of them jumping to their own conclusions or making assumptions that will negatively impact the success of the change. Tip #2: Keep things honest Human nature dictates that upon hearing about any change, the first question you’ll be asking is:  But how does this affect me?  Unfortunately, not all changes are positive to all people.  If a restructure and possible reduction of your workforce is needed, it’s always better to be open about this from day one.  This allows the people affected enough time to look at their options and prepare accordingly. Tip #3: Add structure, lots of it Change management is only effective when it follows a well-defined, structured approach.  It’s imperative therefore to create a detailed plan of action with a complete list of required steps & responsibilities.  It’s also a good idea to review your plan with all business units to ensure that nothing is missed and that you have their buy-in from day one of the change process. Tip #4: You’ll need change champions and a strong support system Change champions are people within the organisation who either volunteer or are selected to facilitate change.  They are there to both promote & drive change forward, but also to gauge how the “people on the street” are feeling.  A strong support system is also needed to aid managers (and/or change champions) who may have to answer some difficult questions from their team. Tip #5: Follow a phased approach For large-scale change initiatives, a big bang approach is very risky.  A phased approach will help to ensure a more seamless transition to new technologies or processes by testing the waters one area at a time.  After each phase, you can assess what worked and what did not and adjust accordingly before you tackle the next phase. Tip #6: Communicate, communicate & communicate some more Communication efforts should fall into 3 buckets:  Prior, during & post.  Prior –  to explain what is about to happen, during – to explain how things are going and what’s happening next, and post – to provide feedback on how people, systems & processes are coping.  Also remember that communication is not only one-way activity.  Surveys, feedback forms and question & answer sessions are all great ways to gather input from your employees throughout the change process. At Analyze we’ve assisted many of our clients through some tricky changes, and we therefore understand the complexity and pains that change can bring.  If you would like to discuss how we can facilitate your change process, please Get in touch. Share this:

How to achieve organisational agility

American businessman, hedge fund manager & billionaire, Paul Tudor Jones, once said: “You adapt, evolve, compete or die”. Very strong words indeed, but in today’s constantly evolving business market, this is a harsh reality that all businesses need to face up to. Organisational agility is defined as a company’s ability to rapidly change or adapt to market changes. The higher your degree of agility, the better your chances of successfully reacting to new competitors, new technologies and ideas, fundamental shifts in the market and changing customer demands. But to achieve organisational agility, you have to take a long, hard look at your business by answering the following key questions: Does your organisational structure allow for agility? Complex hierarchies and organisational silos typically do not promote agility. Agile organisations tend to have flatter more matrix style structures which encourage cross-organisational collaboration, improved transparency and more streamlined, direct & informal communication. Do you have the right change leaders in place? Fast and effective decision-making is critical within an agile environment. The right leadership will be able to drive change forward without any hesitation or attachment to the old. Great agile leaders are also able to foster trust, particularly in situations where there may be a relatively high level of uneasiness about a new direction a company is taking. How well is innovation encouraged and supported? The generation and execution of new ideas is a crucial part of staying competitive in an agile world. Employees should feel encouraged to constantly challenge the norms in order to find smarter and better ways of doing things. If an idea shows promise but there’s a certain level of risk involved, try to be a bit more courageous in your decision making. As the saying goes “nothing ventured, nothing gained”. Is your company culture open to change? If your company culture is change averse, you’ve got a bit of an uphill battle on your hands. Most of the time this type of culture is the result of current policies and practices which do not promote change as something positive. If your company is averse to change, it’s time to do a deep dive, some reshuffling and perhaps even a bit of education in order to remove your organisation’s barriers to change. What’s your strategy around managing talent? Innovation is of course impossible without innovative people. Talent management is all about recruiting and grooming those who not only have the right skills to drive your organisation forward, but who are also flexible, mobile, strong collaborators and agents of change. Agility is as much about your ability to react to changing conditions as it is about being able to take proactive steps in order to take advantage of new opportunities as they arise. It is important, therefore, to incorporate an agile way of thinking straight into you organisational core. Worried that your business may not be as agile as you’d like it to be? Contact Cathy at Analyze on 021 447 5696 or email her on cathy@analyze.co.za to discuss how our team can help to bring more flexibility and adaptability into your business operations. Share this: